Introduction:
In the present competitive Era, Human resource is the most important asset of an organisation. Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labour laws.
The HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The training and development activities are now equally important with that of other HR functions. Gone are the days, when training was considered to be futile, waste of time, resources, and money. Now a days, training is an investment because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. If training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM. Training actually provides the opportunity to raise the profile development activities in the organization.
To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses.
In the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including human resource development, and learning and development.
Number of Pages of Project Report: 98
Package Includes: Project Report
Project Format: Document (.doc)
Table of Contents of Project Report:
EXECUTIVE SUMMARY
CHAPTER 1: INTRODUCTION
1.1 INTRODUCTION ABOUT THE TOPIC
1.2 SCOPE OF THE PROJECT
1.3 OBJECTIVE OF THE STUDY
CHAPTER 2: LITERATURE REVIEW
CHAPTER 3: THEORITICAL PERSPECTIVE
3.1 HUMAN RESOURCE MANAGEMENT
3.2 HRD SYSTEM: HUMAN RESOURCE PLANNING, TRAINING POLICY, TRAINING BUDGET
3.3 TRAINING NEEDS ASSESSMENT SYSTEM
3.4 TRAINING AND OTHER DEVELOPMENT PROGRAMMES AND THEIR EVALUATION
3.5 STRATEGIES FOR IMPROVING HRD ACTIVITIES IN THE ORGANISATION
CHAPTER 4: COMPANY PROFILE
CHAPTER 5: TRAINING AND DEVELOPMENT AT HP
5.1 DEFINITION OF TRAINING
5.2 PHASES OF TRAINING
5.3 CUSTOM CONTENT DEVELOPMENT
5.4 DEVELOPMENT
5.5 LEADERSHIP LIFECYCLE PROGRAMS
5.6 WELFARE ACIVITIES AT HEWLETT PACKARD
CHAPTER 6: RESEARCH MEHTODOLOGY
CHAPTER 7: DATA ANALYSIS
FINDINGS
LIMITATIONS
SUGGESTIONS
CONCLUSIONS
ANNEXURE: QUESTIONNAIRE
ANNEXURE: BIBLIOGRAPHY
